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Start for freeUnderstanding the STAR System
The ability to influence others is arguably one of the most crucial skills in both personal and professional settings. If you can master this skill, you unlock the potential to leverage every other skill that others possess. However, getting people to do what you want isn't always straightforward. This is where the STAR system comes into play - a powerful 5-step framework designed to help you influence others effectively.
What is the STAR System?
The STAR system is a methodical approach to understanding why tasks aren't completed as expected and how to address these issues. It stands for:
- S: Set the frame
- T: That vs. What
- A: Ability to do
- R: Recognize the deadline
Let's dive deeper into each component of this system.
S: Set the Frame
The first step in the STAR system is to set the frame. This involves ensuring that the person you're delegating to actually knows that you want them to do something.
The Importance of Clear Communication
Often, tasks aren't completed simply because the person wasn't aware they were supposed to do it. This might seem obvious, but it's a common issue in many workplaces. To avoid this, always make sure to clearly communicate your expectations.
Documenting Instructions
A key principle to remember is: "If it isn't written, it never happened." Verbal conversations can be forgotten or misinterpreted. By documenting your instructions, you create a clear reference point for both parties. This can be as simple as sending a follow-up email after a verbal conversation.
T: That vs. What
The second step in the STAR system focuses on ensuring that the person understands exactly what you want them to do.
Defining Tasks in Terms of Behavior or Outcomes
It's crucial to define what you're asking someone to do in terms of specific behaviors or outcomes. For instance, if you ask for a report, be clear about the format, delivery method, and any other specific requirements.
The Power of Clarity
While being extremely specific might seem time-consuming, it's actually a high-leverage activity. Spending a few extra minutes clarifying your expectations can save hours of misunderstanding and rework later.
Adapting to Skill Levels
The level of specificity needed in your instructions should be inversely proportional to the skill level of the person you're delegating to. More experienced individuals might need less detailed instructions, while newer team members might require step-by-step guidance.
A: Ability to Do
The third step in the STAR system involves ensuring that the person has the necessary skills and resources to complete the task.
Identifying Skill Gaps
If someone knows what needs to be done but still doesn't deliver, it might be because they don't know how to do it. This is where training comes in.
The Importance of Training
Everything is trainable, but not everything is worth training. Assess whether it's more efficient to train someone or to reassign the task to someone who already has the necessary skills.
Document, Demonstrate, Duplicate
When training is necessary, follow this three-step process:
- Document the process
- Demonstrate how to do it
- Have the person duplicate the process in front of you
R: Recognize the Deadline
The fourth step in the STAR system is about ensuring that the person knows when the task needs to be completed.
Setting Clear Deadlines
Always set clear deadlines for tasks. However, don't just accept the first deadline proposed - dig deeper.
Understanding Workload
Ask how long the task will actually take to complete, and what other commitments the person has. This gives you a better understanding of their workload and helps you prioritize tasks effectively.
The Power of 'End of Day'
Try to make 'end of day' your default deadline whenever possible. Organizations that operate on an 'end of day' mentality can move significantly faster than those working on 'end of week' or 'end of month' timelines.
The Fifth Element: Circumstances
While not part of the acronym, there's a crucial fifth element to consider: circumstances.
Identifying Obstacles
If all other elements of the STAR system are in place, but the task still isn't completed, there might be external circumstances preventing its completion.
Assessing Problem-Solving Skills
How a person deals with obstacles can give you insight into their problem-solving skills and initiative. Do they proactively seek solutions, or do they passively wait for problems to resolve themselves?
The Motivation Factor
While it's tempting to attribute task non-completion to lack of motivation, it's usually the last factor to consider. People are generally more motivated than we give them credit for - it's often other factors that prevent task completion.
Applying the STAR System in Your Business
The STAR system isn't just for managing others - it's also a powerful tool for self-reflection and business improvement.
Self-Assessment
Use the STAR system to analyze your own performance. Are there tasks you're not completing? Is it because you don't know they need to be done, don't know how to do them, don't have a clear deadline, or are facing obstacles?
Challenging Assumptions
Be wary of statements you believe to be facts. These can limit your business growth. For example, assumptions about pricing, industry standards, or what's possible can hold you back from innovation and success.
Motivating High Performance
Understand that motivation comes from temporarily increasing the perceived value of an outcome. Find ways to align tasks with what truly motivates your team members.
Conclusion
The STAR system is a powerful framework for influencing others and improving organizational performance. By systematically addressing each element - Setting the frame, defining the That vs. What, ensuring Ability to do, Recognizing deadlines, and considering Circumstances - you can dramatically improve task completion and overall efficiency.
Remember, the goal isn't to catch people out or assign blame. Instead, use this system as a collaborative tool to help your team reach their full potential. By framing conversations around capability and potential rather than shortcomings, you create a positive environment that encourages growth and high performance.
Implementing the STAR system may require some practice, but the results - in terms of improved communication, efficiency, and outcomes - are well worth the effort. Whether you're managing a team, running a business, or simply trying to improve your own productivity, the STAR system provides a structured approach to getting things done effectively.
Article created from: https://www.youtube.com/watch?v=aUnorufFIq8
